The challenge.

Chad Harrison International (CHI) was retained by a US-based subsidiary of one of the world’s leading global digital inkjet businesses. The company was looking to appoint a Service and Installation Manager to support its North American operations. Due to the historical approach employed when carrying out internal recruitment, the hiring manager, who was also new to the company, was facing a real challenge attracting the right talent to the business whilst also trying to embed herself into a new company with a different culture and processes.

The solution.

Following extensive discussions with the hiring manager regarding the challenges they’d been facing, most of which were caused by engaging a local generalist recruiter, CHI proposed a retained search approach. Our sector specialists operate solely within their industry verticals, in this case, print and multichannel marketing, and so have extensive knowledge about trends and issues that are happening in the candidate market within the industry. They are also equipped with a wide-reaching network of the sector’s best talent and a proven track record of successfully delivering similar assignments.

CHI searched for a high-quality, technical-minded individual who is both innovative and efficiency-driven. CHI combined its extensive network and proprietary sourcing tools with a customised and unique outreach campaign, which helped to rapidly identify a pool of relevant candidates. This talent pool was pre-screened to ensure CHI only presented candidates that possessed the prerequisites to be a successful hire. This saves time and resource for all involved; us, the recruiter, and the hiring company. Within days of commencing a targeted headhunt based on credentials, salary requirements and motivations, a candidate from a direct background was identified and shared with the hiring manager.

The result.

Having submitted one standout candidate for consideration, CHI received an instant response regarding the individual’s suitability, and a first-stage video interview followed within days. Feedback from the client was exceptional; a second-stage interview was arranged. Following a site tour visit in which the candidate spent a day exploring the business and spending time with the company’s leadership team, an offer was made to the standalone candidate. CHI handled the offer presentation and negotiation stage to facilitate the smooth onboarding of the desired candidate. Their experience fit all the relevant skill sets our client required, as well as being an excellent cultural fit with the business.

This placement, amongst others, has led to a close-knit working relationship between CHI and the client, and we are now in talks with the wider group to support their recruitment and staffing requirements moving forward.

The challenge.

Chad Harrison International (CHI) was approached by a UK-based print management company to hire a Business Development Director as part of their global scale-up and expansion. Reporting to the Global Sales Director, this was a newly created role to support the growth of the business as part of the senior management team. The role has a large mandate to build a book of business within the marketing/creative services space. As the company isn’t well known or widely established within the sector, gaining candidate buy-in was a challenge, heightened by the tight time-to-hire requirement.

The solution.

Headed up by Gemma Hughes, Associate Director of Print and Multichannel Marketing, CHI presented multiple recruitment solutions to the client who gave us their full commitment to the hire, engaging on an exclusive basis. CHI searched for a high-quality, commercially minded individual who is both innovative and bottom-line drive. Within one week, CHI provided a refined shortlist of potential candidates attained through our extensive networks within the sector. All individuals were thoroughly vetted, highly rated, and would fit in with the culture of the business.

CHI delivered a strong shortlist of six candidates within two weeks of commencement. One candidate was rejected at face value due to the number of career changes made during their last two years of employment. All changes were justified or unfortunate and were mostly a result of client acquisitions. Our team felt strongly that the candidate was credible and possessed a highly relevant background and skillset. To support our recommendation, CHI obtained several references to further support the candidate’s application.

The result.

The client interviewed three individuals from the shortlist, including the initially rejected candidate based on the strength of their supporting references. Upon first stage completion, two candidates were shortlisted to present to the board, one of which was the previously mentioned candidate.
The final stage was a further face-to-face interview with the Managing Director. The successful hire was the candidate originally deemed unsuitable and has since proven to be a key recruit and integral part of the company’s ambitious growth plans. The candidate was in position within six weeks.